Equal Opportunities

South Hams District Council acknowledges its responsibility under the Equal Opportunities legislation.  Our aim is to ensure that no job applicant or employee receives less favourable treatment on the grounds of race, colour, creed, nationality, ethnic origin, sex, marital status, disability or age.  Selection criteria and procedures will be frequently reviewed to ensure that individuals are selected, promoted and treated on the basis of their relevant merits and abilities.

Eligibility to Work

All candidates invited for interview are asked to bring a document to ensure their eligibility to work in the UK.  A photocopy of this document will be made by South Hams District Council during the interview process.  Full details of the documents that may be supplied will be sent to candidates invited for interview.

Appraisal and Development Scheme

The Council is committed to a system of performance management.  An appraisal and development scheme is in operation for all employees.

In general terms the scheme is about encouraging an increased performance through a better understanding of your own role and the identification of training needs and opportunities to enhance work/skills experience.

Development action, such as training and career counselling is widely encouraged and employees have an important role to play in ensuring that appraisal is a positive and constructive process.  

Appraisals also provide our employees with a chance to say how well they are being managed and to suggest improvements.

Pension

All employees have the choice whether to join the Local Government Pension Scheme.  Permanent and temporary employees will automatically become members of the scheme unless they opt not to join.  

Training & Development

The Council is committed to the Training and Development of all its employees.  Many training activities are available, including a comprehensive in-house training programme, vocational training, skill enhancement and management development.

Probationary Period

Appointees who are new to local government service are required to undertake a formal probationary period.

Annual Leave

Please refer to details on the Job Description.

A new employee to the Council’s service who has not transferred from another local authority will be allowed to take annual leave, proportionate to the completed months of service, during the year of entry.  An officer transferring from another local authority brings with them their unexpired leave entitlement.  The Council’s leave year runs from 1 April to 31 March.  Carrying-over of leave will require special authority of the Head of Service.

Hours of Work

The Council operates a 37 hour 5-day week, except where personal written conditions of service otherwise provide.

Wherever possible flexible working arrangements for staff apply to assist them with balancing work and domestic responsibilities.

Professional Subscriptions

The Council will reimburse the annual subscription of one professional qualification, where membership is a requirement of the post.  This will also include qualifications or subscriptions which are agreed to be beneficial to the Council.

Policy on Smoking

The Council will not allow staff to smoke on any of it’s premises or during working hours.